Job summary
The post holder will provide strategic leadership for a major divisional project, with a strong focus on the effective oversight and management of TUPE (Transfer of Undertakings [Protection of Employment]) processes. They will work collaboratively with divisional and corporate executive teams, coordinating and assuring all stages of the TUPE transfer--from initial planning through implementation and post-transfer review.
They will advise senior managers and directors, ensuring compliance with employment law and statutory requirements. The role includes leading high-quality consultation and support for affected employees, setting best-practice standards in change management. The post holder will oversee all related documentation, governance, and communication, while identifying and mitigating risks to provide assurance to divisional leadership and the board.
The Divisional People Lead will also contribute to delivering national initiatives, achieving local HR targets, and supporting work across the Nottinghamshire ICS when required.
Although hybrid working is available, the role requires on-site presence based on service needs and may involve travel to other locations.
Main duties of the job
The post holder provides strategic leadership for workforce planning, HR strategy and organisational change across the Division. They lead long-term workforce planning, identify risks, develop mitigation plans and ensure key workforce metrics are achieved. The role includes giving expert HR advice to senior leaders, shaping workforce plans and ensuring consistent HR practice across the Trust and wider ICS.They lead all TUPE activity, overseeing planning, consultation, legal compliance, documentation and risk management, and ensuring effective post-transfer integration.The role drives organisational change, advising on restructures, redesign, redundancies and complex employee issues, including large-scale TUPE and tendering processes. They support recruitment, talent management and succession planning to maintain a sustainable workforce.A key responsibility is embedding Equality, Diversity & Inclusion and influencing leaders to deliver the Trust's diversity strategy. They also promote positive employee relations, advising on complex cases, employment legislation, conflict resolution and emerging trends.The post holder supports organisational development, engagement, leadership development and wellbeing. They lead HR teams, maintain professional standards, deliver HR training, analyse workforce data and contribute to Trust-wide projects and policy development.
About us
Derbyshire Support and Facilities Services Ltd. (DSFS) is a subsidiary company that's 100% owned by Chesterfield Royal Hospital NHS Foundation Trust.
DSFS has just over 900 staff across Soft and Hard Facilities Services, and our corporate services including, ICT, Patient Records, Switchboard, Procurement, Finance and Clinical Engineering. Very much part of the 'Chesterfield Royal family', DSFS builds on solid NHS foundations to offer a more commercial approach that's dynamic, flexible, and proactive.
DSFS are proud to be striving to achieve a truly diverse and inclusive flexible workforce by valuing and welcoming everyone's abilities, uniqueness, and individuality. All our colleagues have the right to and should be able to feel 100% themselves at work; we believe that all our people add to and should improve our culture and not just fit in with it. By embracing our diverse backgrounds and differences our culture becomes richer and makes us stronger together.
Derbyshire Support and Facilities Services Limited currently do not offer a Certificate of Sponsorship, any applications which require sponsorship will not be considered
Please see below link for the DSFS website.
DSFS - Derbyshire Support & Facilities Services Limited | DSFS
When applying for roles please complete all sections of the application form.
Job description
Job responsibilities
Please see the Job description and Person Specification in the attachments section on this page. This document contains a full detailed description of the role and what the main responsibilities and duties are, along with the criteria that are required for the role.
Job description
Job responsibilities
Please see the Job description and Person Specification in the attachments section on this page. This document contains a full detailed description of the role and what the main responsibilities and duties are, along with the criteria that are required for the role.
Person Specification
Knowledge
Essential
- Demonstrate in-depth knowledge, expertise and experience and post graduate study, which together is assessed to the equivalent level to master's level.
- Excellent knowledge of current HR processes and practises
- Current and forthcoming employment law relevant to the role.
- Substantial HR advisory experience, to have covered responding to ET claims, complex reorganisations, TUPE, complex grievances and dismissals
- Excellent knowledge and ability of interpreting terms and conditions of employment
- An understanding of the NHS agenda and demonstrable ability to apply these in practice
- Good understanding of Business Partnering
- An understanding of NHS workforce strategy and NHS policy
- An understanding of how to interpret national policy and develop and delivering strategies.
Desirable
- Working knowledge of Maintain High Professional Standards (MHPS)
Qualifications- Academic / Craft / Professional
Essential
- Chartered Member of the CIPD.
- Master's degree level education (or working towards) or equivalent experience
- Postgraduate qualification in HR or ability to demonstrate the breadth of expertise in this area of specialism.
Experience
Essential
- Demonstrate in-depth knowledge, expertise and experience and post graduate study, which together is assessed to the equivalent level to master's level.
- Significant previous experience of applying a business partner approach, working with managers to develop services and applying HR expertise to provide solutions to complex problems
- Significant previous experience of developing and implementing HR policies and training.
- Experience of working in partnership with TUs
- Record of successful achievement in contributing to change as an HR professional
- Ability to think and act strategically
- Excellent verbal and written communication skills including the ability to develop and write policy, guidance, board and other reports.
- Ability to build effective relationships with senior operational and clinical managers
- Ability to influence, guide, challenge, persuade at all levels of an organisation.
- Advanced negotiation, medication, facilitation, problem-solving, interpersonal, analytical skills.
- Ability to deliver on the most challenging issues.
- Evidence of ongoing continuous professional development.
- Ability to develop and implement training in people management
- Experience in preparing and delivering training for a diverse user group
- Significant previous experience of working with business performance metrics/data to guide and direct strategy
- Experience of supporting change management within a large complex environment
Desirable
- NHS Experience
- Experience of working in Acute Provider NHS settings
- Experience of successfully leading and managing a HR team.
Other Requirements
Essential
- Continued professional development
- Flexible in working pattern to ensure needs of the service are achieved.
Person Specification
Knowledge
Essential
- Demonstrate in-depth knowledge, expertise and experience and post graduate study, which together is assessed to the equivalent level to master's level.
- Excellent knowledge of current HR processes and practises
- Current and forthcoming employment law relevant to the role.
- Substantial HR advisory experience, to have covered responding to ET claims, complex reorganisations, TUPE, complex grievances and dismissals
- Excellent knowledge and ability of interpreting terms and conditions of employment
- An understanding of the NHS agenda and demonstrable ability to apply these in practice
- Good understanding of Business Partnering
- An understanding of NHS workforce strategy and NHS policy
- An understanding of how to interpret national policy and develop and delivering strategies.
Desirable
- Working knowledge of Maintain High Professional Standards (MHPS)
Qualifications- Academic / Craft / Professional
Essential
- Chartered Member of the CIPD.
- Master's degree level education (or working towards) or equivalent experience
- Postgraduate qualification in HR or ability to demonstrate the breadth of expertise in this area of specialism.
Experience
Essential
- Demonstrate in-depth knowledge, expertise and experience and post graduate study, which together is assessed to the equivalent level to master's level.
- Significant previous experience of applying a business partner approach, working with managers to develop services and applying HR expertise to provide solutions to complex problems
- Significant previous experience of developing and implementing HR policies and training.
- Experience of working in partnership with TUs
- Record of successful achievement in contributing to change as an HR professional
- Ability to think and act strategically
- Excellent verbal and written communication skills including the ability to develop and write policy, guidance, board and other reports.
- Ability to build effective relationships with senior operational and clinical managers
- Ability to influence, guide, challenge, persuade at all levels of an organisation.
- Advanced negotiation, medication, facilitation, problem-solving, interpersonal, analytical skills.
- Ability to deliver on the most challenging issues.
- Evidence of ongoing continuous professional development.
- Ability to develop and implement training in people management
- Experience in preparing and delivering training for a diverse user group
- Significant previous experience of working with business performance metrics/data to guide and direct strategy
- Experience of supporting change management within a large complex environment
Desirable
- NHS Experience
- Experience of working in Acute Provider NHS settings
- Experience of successfully leading and managing a HR team.
Other Requirements
Essential
- Continued professional development
- Flexible in working pattern to ensure needs of the service are achieved.
Disclosure and Barring Service Check
This post is subject to the Rehabilitation of Offenders Act (Exceptions Order) 1975 and as such it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service (formerly known as CRB) to check for any previous criminal convictions.
